2023 Q2 Newsletter
Strategies to Balance Work and Life for Women
The WEC quarterly newsletter explores the latest thought leadership on women empowerment and DEI, showcases the significant efforts and progress made by our committed Members, and highlights special announcements and updates about the council.
Thought Leadership
Explore the latest learnings on women empowerment and diversity, equity, and inclusion.
Women still bear the brunt of caregiving and housework even with equal earning power
In the past 50 years, the share of women in the U.S. who earn as much as or significantly more than their husbands has tripled, while the share of U.S. marriages where men are the sole or primary breadwinner has decreased by 30%.
Pew Research Center’s study notes that despite financial contributions becoming more equal in marriages, the way couples divide their time between paid work and household responsibilities remains unbalanced. Women still spend more time on caregiving and housework and less time on leisure activities compared to men. This is true in all types of marriage dynamics except where the wife is the sole breadwinner (husband has no earnings). In this case, men take on more childcare, but the housework is still equally shared. In “egalitarian marriages” where the husband and wife contribute relatively equally to the household income, wives still spend more than double the time on housework and almost two hours more per week on caregiving. Meanwhile, husbands are spending roughly three hours more on paid work and leisure activities weekly.
The imbalance can lead to poorer mental health and burnout for women
In a recent study, the Lancet Public Health analyzed data from over 70,000 individuals worldwide to understand the impact to mental health. The study examined the association between unpaid labor and mental health among employed adults and compared the differences for women and men. The results confirm that substantial gender inequality persists globally in terms of the division of unpaid work which remains primarily the responsibility of women. They concluded that continued inequities in the division of unpaid labor expose women to greater risk for poorer mental health and instances of burnout than men.
Society’s biased attitudes towards men and women’s value perpetuate gender inequities
The gender imbalance of responsibilities in the home is in part due to biased attitudes about where women and men are more valued. Over half (57%) of the 5,152 people surveyed in the Pew study say society values men’s contributions at work more than at home, with only 7% who say society values what men do at home more. Conversely, only 20% say society values women’s contributions at work more, while 31% say society values women’s contributions at home more.
Majority believe equally shared work and home responsibilities benefit children
Despite biased perceptions about where men and women are more valued by society, the vast majority of people (77%) believe that children benefit the most from two working parents who focus equally on work and home. Twenty percent say children are better off when dad is more focused on his job and mom is more focused on home life. Only 2% say the opposite – that children are better off when mom is more focused on work and dad is the primary caretaker.
How can society and organizations help women achieve better balance in work and life?
We know working women and mothers are expected to assume multiple roles outside of their jobs, as well as maintain the same efficiency and productivity at work as their male counterparts who do not have these expectations. Society encourages this gender imbalance and women are often praised for their ability to multitask, “wear so many hats”, and “do or have it all”. However, this is taking a toll on women’s mental health so how can society and organizations support women in finding a better balance of work and life?
Five organizational strategies have proven to help working women better balance work and life:
- Flexible Work Arrangements (FWAs) – Determine employee flexibility needs and implement flexible work arrangements or programs supported by technology, management training, and culture change.
- Paid Caregiving Leave Policies – Offer paid leave to new parents and caregivers of seriously ill family members in addition to extended career breaks for caregiving or other family-related/personal responsibilities.
- Wellness and Education Programs – Offer programs that focus on physical and mental health like free gym memberships, on-site medical assistance, or training sessions to help employees tackle issues in work and life.
- Workforce Exit and Re-entry Programs – Implement plans to help women who are leaving or reentering the workforce after maternity leave supported by ramp-up/ramp-down programs, flexibility, and recruitment training.
- Access to Childcare Services and Resources – Offer access to resources and referrals to childcare services to support women and lower turnover, decrease absences, increase employee loyalty, and improve team morale and public image.
Stay tuned for the WEC’s China-based study on how career and other factors impact working women’s family-planning decisions. Join us at the 2023 Women Empowerment Forum & Awards to access the full report produced in partnership with Merck. More details coming soon!
Sources
Pew Research Center, ‘In a Growing Share of U.S. Marriages, Husbands and Wives Earn About the Same’
The Lancet Public Health, ‘Gender Differences in the Association Between Unpaid Labor and Mental Health in Employed Adults’
San Francisco Department on the Status of Women, ‘GEP Work Life Balance Indicators’
Member Spotlight
Learn about the significant efforts made by our passionate and committed WEC Members to empower women and drive diversity, equity, and inclusion in their organizations or the wider community.
Better Together
ConocoPhillips China Hosted Its First-ever “DEI Day” Workshop in May
At ConocoPhillips, we value all forms of diversity, provide equitable programs and promote a culture of inclusion. Our commitment to building a diverse, equitable and inclusive environment is foundational to our SPIRIT Values and is imperative because it’s our people that make ConocoPhillips run.
On May 12, the DEI Committee of ConocoPhillips China (COPC) conducted a “DEI Day”, as part of the efforts to continuously embrace DEI, as well as build clarity and connection. Natacha Buchanan, Chief Diversity Officer at ConocoPhillips, was invited to share corporate DEI strategy and 2023 focus areas. COPC Leadership Team members introduced “D”, “E” and “I” concepts with vivid and relatable examples from everyday life. Following their introduction, employees were divided into groups and ideated behaviors and actions to define what DEI means for the company under the umbrella of corporate vision and strategy.
The past quarter was an important one for our DEI efforts at COPC. Armed with the momentum from the DEI Day, we sharpened our focus on this important cultural tenet.
As we approach the second half of the year, the momentum remains high. We plan to arrange more deep-dive workshops and fun cultural events. Through these efforts, we believe we will make DEI progress more visible and tangible in the company.
In Her Element: HPE Supports Female Employees to Thrive in Their Careers and Lives
HPE actively fosters female employees’ career and personal growth by developing numerous communities that help protect their health and work-life balance.
Empowering Women
- Women Development Plan – HPE is committed to the advancement and well-being of women in their careers with a set of clear diversity and inclusion policies in place, which define minimum rates for women in hiring and promotion. We aim to help women, as well as diverse groups, make progress in the workplace. Notably, women in the current workforce and management team at HPE China both constitute over 50%.
- Women Resource Group (RG) – In 2019, HPE China established the Women RG to encourage female employees to expand their networks, engage in discussions on career development, strengthen women’s leadership, and ultimately inspire more women talents to achieve success.
- Hybrid Work – Slack, Teams or HPE Insider, there are multiple platforms at HPE to facilitate effective communication between the company and its team members, supporting female employees to perform efficiently and flexibly within their respective teams.
- Inclusion Education – HPE provides workshops of Inclusive Leadership and Leading with Empathy, which are mandatory for all people leaders. Additionally, we also offer Inclusion for all programs to raise awareness of diversity and inclusion among all team members to create an inclusive culture at HPE.
Supporting Women in Accomplishing Their Career and Family
- Global Wellness Program – This annual campaign is designed to improve team members’ physical and emotional health by encouraging more daily physical activities. It also provides employees with opportunities to share healthy diets and knowledge.
- Global Employee Assistance Program – HPE employees or their family members have access to trained counselors for consultations regarding mental health, work-related issues, parenting and finance, among others. These consultations can be conducted by phone, video calls, or online tools and resources.
- Wellness Friday – On top of the existing paid annual leave, HPE pioneered Wellness Fridays in 2019. To better support wellbeing and continue providing an industry-leading benefit, we’re switching to full-day Wellness Fridays scheduled 4 times per year starting from 2023, female team members will be able to create more meaningful opportunities to pursue their favorite wellbeing opportunities or other activities they love.
- Paid Parental Leave – It offers our team members no less than 26 weeks of paid parental leave after the birth or adoption of a child. At HPE, we believe in the equal right for men and women in parenthood to paid parental leave, which is a practice for diversity and equality. It also helps break the stereotype of gender roles or domestic responsibilities, opening up new possibilities for both men and women, and empowering them to embrace their roles as parents.
Best Practice in China
- Well-being at Workplace – March in 2023, we celebrated Women’s Month at HPE China. In addition to virtual seminars and panel discussions focusing on career growth, we also organized on-site activities and provided gifts to our female team members, making HPE China a joyful workplace.
- Healthy Life – HPE China assists its local team members in improving their physical and mental health through a range of initiatives, including monthly workshops and health newsletters.
Despite the challenges along the way, HPE remains dedicated to fostering a culture and working environment that reflect our commitment to diversity, equality, and inclusion. We are also committed to empowering our female employees to explore and embrace new possibilities, expand their influence, and make meaningful contributions to innovation and industry development while leading fulfilling lives.
Progress Report
Catch up on this quarter’s special announcements, programs, and speaking engagements.
Member Activities
“Embrace Equity” Workshop with Dell Technologies
On March 29, WEC held a workshop on “Embracing Equity” with Dell Technologies, conducted in Chinese for 378 participants from Dell Greater China. The program kicked off with an introduction by Shirley Wu, Senior Vice President, Dell Technologies, followed by a presentation by WEC to differentiate equity from equality and showcase some best practices for embracing equity. WEC conducted polls to better understand the challenges that must be addressed to create a more equitable workplace for women. The results showed 82% of participants felt that most women struggle to balance work and life responsibilities, a phenomenon known as the Double Burden, and 68% voted that family-friend policies and flexible work arrangements have the highest impact in addressing this issue. Participants also had the opportunity to hear from inspiring leaders like Shi Feng, VP, of Greater China Commercial Marketing, Vivian Zhang, General Manager, Merck China Healthcare, and Selena Chu, Vice President, of Dow Greater China, who shared their insights and experiences and answered audience questions. We believe attendees left with a deeper understanding and actionable takeaways for embracing equity.
April Social Dinner in Shanghai
On April 12, WEC Executives gathered for a social dinner co-hosted by one of our members, Merck, at the Waldorf Astoria Shanghai. The participating executives from FedEx, Merck and Control Risks had a lively discussion about the efforts at their organizations to drive forward gender equity and the challenges they face along the way.
Bi-Annual Meeting in Shanghai
On May 18, co-hosted by WEC Partners Su Cheng Harris-Simpson and Diane Ho, WEC Executives came together for our first bi-annual meeting in Shanghai. The meeting was an opportunity for the council to reflect on the progress, collectively and individually, that has been made thus far on women empowerment and DEI at their companies and with WEC. The council also welcomed Thais Compoint, a highly sought-after specialist in diversity and inclusion, thanks to her in-house and consulting work with various multinational companies, to share and facilitate an insightful discussion about driving inclusive cultures.
Executive Leadership Roundtable in Shanghai
On May 18, WEC executives joined in an executive leadership roundtable along with invited guests from bp, DOW, FedEx, Merck and Volvo, along with a high-level representative from the American Chamber of Commerce Shanghai. The participants had a productive discussion over dinner about the most salient challenges that face DEI efforts in business these days, including the increasing pushback on DEI in the international climate.
Girls in STEMM
GIS Visit at UFH Beijing
On April 26, Beijing United Family Hospital hosted a visit for the WEC’s Girls in STEMM participants at the Beijing United Family Tianzhu Clinic in Shunyi district. The visit welcomed Maggie Fu, Operation Manager, North Clinics and Melissa Rodriguez, Patient Outreach and Education Manager and Naturopathic Doctor. The students participated in an eye-opening visit to various UFH facilities and in-depth discussions with leading experts at UFH about the history of the hospital and the leaders’ career paths.
GIS Visit at Microsoft Beijing
On May 29, female students from Keystone Academy, Canadian International School and Dulwich College, had the privilege to visit Microsoft. During the visit, the students explored cutting-edge technologies, including Microsoft’s ChatGPT bot, HoloLens mixed reality glasses, and AI applications in disaster analysis. They also learned about Microsoft’s programs to support and empower people with disabilities. The girls were inspired by the personal and professional journey shared by Shang Rong, VP of Communications and Corporate Affairs, Microsoft Asia-Pacific Research and Development Group (ARD) and Scarlett Li, Principal DM Manager who encouraged them to pursue careers aligned with their talents and passions.
GIS Beijing Graduation
On May 31, students and teachers from Canadian International School Beijing (CISB), Dulwich College and Keystone Academy gathered to celebrate the completion of a WEC flagship program, Girls in STEMM (GIS) for the 2022/23 academic year. The ceremony welcomed several women leaders, including Poh-Yian Koh, VP Operations at FedEx, Wei Xiaohang, Director of Ruba R&D at HPE, Sara Zhang, Project Engineer at ConocoPhillips, and Marcia Matos, APAC Clinical Operations Hub Director at Servier. The graduation enjoyed active participation by the students through various activities, including a Q&A session with Marcia Matos, round-robin discussions with the female business leaders, a team quiz competition, presentations by the girls on their takeaways from the GIS program and a certificate ceremony.
Speaking Engagements
WAWF Symposium: Su Cheng Harris-Simpson, Poh-Yian Koh & Shirley Wu
On May 13, WEC Founder and President Su Cheng Harris-Simpson, WEC Beijing Co-Chair Poh-Yian Koh (VP of Operations, FedEx), and WEC Executive Member Shirley Wu (VP of Sales, Dell) participated in the 15th Annual Women’s Symposium hosted by the World Academy for the Future of Women (WAFW) at Sias University in Zhengzhou. Su Cheng, Poh-Yian and Shirley were keynote speakers at the Opening Ceremony of the Symposium, sharing insights about their DEI journey with an audience of over 3,000 distinguished guests and students. Following their keynote speeches, Su Cheng and Poh-Yian also co-hosted a workshop for SIAS and WAFW students on the importance and challenges of inclusive leadership and shared their personal journeys to overcome difficulties as women leaders in their respective fields.
CISB Graduation: Su Cheng Harris-Simpson
On May 26, WEC Founder and President Su Cheng Harris-Simpson joined the Graduation Commencement of the Canadian International School of Beijing (CISB) as a keynote speaker. She congratulated the graduating students on their amazing achievements and shared with them her insights about navigating an increasingly interconnected yet shrinking world, where diversity, equity and inclusion are more important than ever. She called on all CISB graduates to lead with an inclusive mindset, and never forget their roots at CISB whose motto is, “Together is Better.”
Women Leadership Awards (WLA) 2023: Diane Ho
On June 11, WEC Partner Diane Ho joined the 16th Annual Women Leadership Awards (WLA) by the Shanghai-based International Professional Women’s Society (IPWS) as a keynote speaker. Diane delivered an insightful speech on female empowerment, sharing her own journey in advocating for women throughout her 30+ years in the corporate world and now as a partner at the Women Empowerment Council.
Global Delegate in the World Bank Group Youth Summit 2023: Charlotte Smith
In May 25-26, WEC’s Program Director Charlotte Smith was selected to be a global delegate at the World Bank Group Youth Summit 2023. The Summit’s theme this year was From the Ground Up: Local Solutions to Drive Global Impact. Charlotte had the opportunity to engage in insightful presentations and discussions with over 350 leaders and changemakers about the most pressing topics facing the next generation, with the goal to empower youth to explore innovative ideas and build skills to tackle development challenges including gender inequality.
